Browsing by Subject "harrastuneisuus"

Tiivistelmä - Referat – Abstract Aims. This study investigated to what extent work related resources (servant leadership and role in the organization) and personal resources (leisure time activities) as well as work related demands (interpersonal conflicts) are associated with employees’ work engagement and life satisfaction. The job demands and resources (JD-R) model by Bakker & Demerouti (2007) was used as the theoretical framework of the study. Previously it has been found that servant leadership is positively associated with work engagement and life satisfaction. However, there are only few studies examining role in the organization, leisure activities and interpersonal conflict as resources and demands of engagement and life satisfaction, and the results of these few studies have been mixed. Following the JD-R -model, it was hypothesized that resources were positively associated and demands negatively associated with work engagement and life satisfaction. Methods. This study is a part of an occupational health study, in which employees (N = 1415) from three big Finnish organizations participated in 2011. The participants filled in an online questionnaire concerning servant leadership, role in the organization, leisure activities and interpersonal conflict at work as well as questions about work engagement and life satisfaction. The data was analyzed using hierarchical regression analysis. Results and conclusions. The results showed that both servant leadership and role in the organization were positively associated with both work engagement and life satisfaction. Personal resource, leisure time activities, was also positively associated with work engagement and life satisfaction, which was a new result. Interpersonal conflict was negatively associated with work engagement and life satisfaction. As a conclusion, leadership style and role in the organization are associated with both work engagement and general life satisfaction. Also, leisure time activities are associated with well-being both at the workplace and during leisure time. Workplaces could support their employees for example by promoting sports during worktime. However, there is also a connection between interpersonal conflict and work engagement and life satisfaction, so employers could create some interventions (e.g., small group discussions) for social conflicts already before the problems occur.